"Basic-Fit’s internal pay ratio is calculated as the total CEO remuneration divided by the employee average remuneration. For the purposes of this calculation: Total CEO remuneration consists of the following components for the full year 2019: base salary €711,281 (2018: €632,250) + short-term incentives of €369,866 (2018: €325,609) + long-term incentives at fair value at grant of €393,946 (2018: €379,350) + pension allowance of €106,692 (2018: €94,838). All figures are full year, based on the information provided in note 7.1, remuneration of members of the Management Board; Employee average remuneration based on total employee benefit expenses as disclosed in note 2.4, Employee benefits expense, and total average number of employees in FTEs as disclosed in note 2.4, Employee benefits expense. Consequently, Basic-Fit’s calculated pay ratio in 2019 is 40,3 (2018: 38.3), implying that the CEO pay is 40.3 (2018: 38.3) times the average pay of an employee. If the pay ratio is calculated between CEO and CFO and the next level management, this leads to a pay ratio of 1.3 between CEO and CFO (compared to 1.3 in 2018). The pay ratio of the CEO compared to the next senior management level was 6.6 in 2019 (compared to 6.8 in 2018). These internal pay ratios were taken into account in the compensation discussions within the company. In the determination of the remuneration of senior management and the definition and implementation of the new salary structure for the HQ and clubs, the focus was on bringing salaries in line with each other and with the market. The salaries for senior management were also increased in line with the market to retain talent and expertise, while reducing the payment differences and creating a more equal spread and increase in salary levels throughout the organisation. In addition, to the internal pay ratios, the company takes the development of its performance into account in the development of the remuneration of the members of the Management Board. The table below shows that the development of the remuneration of the members of the Management Board is consistently slower than the development of the company’s performance according to all criteria. The development of the Management Board remuneration is higher than the development of the average remuneration for all employees of the company. This is partly caused by the growth of the employee base at club level, overall positioned in the lower salary segments of the market, combined with the increase in salary of the Management Board remuneration over the past years to bring it in line with the market as reflected by the median of the peer group."